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Integrating the Peer Support Workforce
What does it look like and how will we get there?
Supervisor Lunch and LearnOctober 24, 2018
Presenter – Lisa D’Aunno, J.D., Training Director, National Resource Center for Family Centered Practice
319-335-4932
Partners
This training is made possible through funding from the Iowa Department of Human Services through its contract with the University of Iowa for Peer Support Training and Coordination (MHSD-15-006).
Integration: the process of attaining close and seamless coordination between several departments, groups, organizations, systems, etc.
- www.businessdictionary.comIntegrate:∗ to form, coordinate, or blend into a functioning or unified
whole ; unite∗ to end the segregation of and bring into equal
membership in society or an organization-www.merriam-webster.com
What does integration of peer staff look like?∗ PSS/FPSS are but one reflection of a recovery focused, trauma-informed
organization∗ PSS/FPSS are well trained and workforce-ready∗ Everyone understands the role of the PSS/FPSS
– what peer/family support specialists do – how the PSS/FPSS role interacts with other roles on the treatment team– how PSS/FPSS activities specifically contribute to client outcomes
∗ PSS/FPSS are deployed to make best use of their skills∗ PSS/FPSS collaborate in assessment, planning and service provision∗ PSS/FPSS experience professional development opportunities ∗ PSS/FPSS contributions to program outcomes are formally acknowledged
What does integration of peer staff look like?
∗ Regular supervision for PSS/FPSS on their specific roles∗ Visible commitment of agency leadership for peer support∗ Agency has a plan to evaluate and improve its peer support
program
How are we doing?
Agency Readiness Self-Assessment Survey Results
Workforce Expansion Summit, Ames, IowaMay 2018
Supervisor vs. F/PSS on Agency Commitment
∗ Our organization’s staff and leaders have an understanding of what peer support is
90% of supervisors agreed vs. 65% of F/PSS agreed
∗ Staff in our organization recognizes the benefits of peer support for the individuals and family members we serve
100% of supervisors agreed vs. 71% of F/PSS agreed
∗ Leaders in our organization dedicate time and resources to integrating peers into our team
70% of supervisors agreed vs. 47% of F/PSS agreed
Supervisor vs. F/PSS on Agency Capacity∗ Our organization has the capacity to train new peer support employees on their job
duties
70% of supervisors agreed vs. 53% of F/PSS agreed
∗ Peer support specialists will be integrated as equal team members with other staff
85% of supervisors agreed vs. 53% of F/PSS agreed
∗ Our organization has staff with the time and competence to lead the integration of peers
70% of supervisors agreed vs. 82% of F/PSS agreed
Supervisor vs. F/PSS on Agency Culture∗ Our staff believes in the possibility of recovery for all individuals and family
members 75% of supervisors agreed vs. 88% of F/PSS agreed
∗ Our staff use language with one another that it is encouraging and hopeful in conversations regarding the individuals and family members we serve
70% of supervisors agreed vs. 88% of F/PSS agreed
∗ Our organization values the growth potential in peer support specialists
80% of supervisors agreed vs. 44% of F/PSS agreed
Discussion
How do we get there?
∗ City of Philadelphia Department of Behavioral Health and Intellectual disAbility Peer Support Toolkit is an excellent guide to integration of peer staff.
∗ Future Lunch and Learn topics
Summit Action Steps
ALLOCATE - CONGREGATE - EDUCATE - CELEBRATE
Focus on EDUCATE
– Utilize the data regarding effectiveness, cost savings– Focused outreach to educate specifically about peer support – Expanding knowledge and understanding, identify various audiences– Share success stories about peer support – media/social
The evidence base for Peer/Family Peer Support
∗ SAMHSA BRSS TACS – Peer Support Flyer
∗ SAMHSA BRSS TACS – Family Peer Support Flyer
Resources for Supervisors
∗ http://www.iowapeersupporttraining.org/agencies/supervisor-resources/
∗ PSS Scope of Practice∗ FPSS Scope of Practice
For more information or to discuss technical assistance
Diane [email protected]
Lisa D’[email protected]
Barriers to integration of the peer support workforce Lack of appreciation for the
value of peer support Lack of role clarity/unclear job
descriptions Challenges of supervising a new
role Desire for boundaries between
professional mental health providers and former/current clients
Gaps in employment may affect peer’s workforce readiness
Concerns about potential need /impact of accommodations
Previous experience with a PSS/FPSS who was not well trained or who was not in stable recovery
High peer staff turnover Agency/staff may not be as
recovery-oriented as they thinks they are/want to be
Educational status gap Staff bias/stigma of mental illness
